Stan N. Zabrick

Alberta, Canada Cell: 780-***-****

ad3b9r@r.postjobfree.com

Director of Human Resources

Talent Acquisition Employee Engagement Team Building & Leadership

“Multi-faceted career spanning 22+ years with a proven track record of operational excellence and innovation”

Executive leader with broad HR and shared services experience in the oil and gas, agri-business, manufacturing, distribution, education and construction industries. Skilled in collaborating with all members of the organization to achieve business and financial objectives. Instrumental in streamlining human resource processes, increasing productivity, and implementing technology solutions. Known for leading HR teams through an internal customer service focused model to deliver high-impact human capital development, strategic corporate staffing, and talent recruitment functions. Recognized for driving employee professional development, performance management, and recruitment strategies that have delivered positive, measurable results. Adept at enhancing organizational cohesiveness, creating value, empowering people, and bridging the gap between information system management and HR initiatives.

Areas Of Expertise

Staffing & Recruiting Initiatives

Business Operations Management

Process Redesign/Re-engineering

Performance Management

Collective Bargaining

Succession Planning

Talent Retention

Employee Relations

Culture Transformation

EHS Procedures & Compliance

Benefits & Compensation

Facilities Management

Privacy Compliance

Appraisal/Reward Systems

Organization Design

Summary of Qualifications

Extensive experience in solving HR challenges and creating a workplace culture that fosters growth and builds team talent. Talent for forging team synergy and efficiency through continuous communication, training and development.

Hands-on experience in developing people-centred HR policies, integrating HR software and optimising corporate strategic staffing and recruiting plans. Facilitates strategic planning with clear, actionable and measurable plans.

Known for leading and directing human resources programs with a focus on excellence, innovation, and results.

Expert at interpreting employee governing laws and policies, OHS guidelines, EDI and disability management.

Experienced in HRIS management and partnering with leaders on workforce planning efforts, talent identification and attraction, and employee relations strategies. Strong internal service methodology and measurement acumen.

Proficient in the use of numerous applicants tracking systems, HRIS platforms, and Microsoft Office Suite.

Career History

Living Sky School Division (North Battleford, SK.) August 2021 – March 2023

(A public school division with 26 schools spanning 15 communities across west central Saskatchewan)

Human Resources Administrator/Privacy Officer

Assumed all accountabilities for the division’s human resources management, occupational safety and privacy compliance.

Key Accomplishments

Installed a process model with supporting education for effective feedback and conflict management.

Documented 90% of all central support roles into a standard position summary format in support of organizational realignment.

Established an eleven element OHS program and compliance model.

Reviewed and re-engineered processes for standardized recruitment.

Installed standard process for absence and disability management.

Successfully renegotiated LINC and CUPE collective bargaining agreements through interest based bargaining.

SK CUSTOM FORAGE SERVICES/SK FAMILY FARMS March 2014 – July 2021

(A Canadian company providing contracted services to the agricultural sector across Northeastern/Central Alberta)

Business Owner Chief Operating Officer

Planned the start-up and operation of an agricultural services company situated in Andrew AB. Directed all aspects of processing and handling of hay and other forage crops, land preparation/ improvements, supply/transportation of hay and straw to targeted customer base. Tasked with strategic business planning, operations management, and resource allocation.

Key Accomplishments

Led company from start-up to profitability, managed a 1600-acre grain farm operation including $3.75m in assets.

Reduced maintenance cost obligations and enhanced operational cash flow by initiating process improvements.

Generated detailed operational business plan and strategy for successful execution of major agricultural projects.

Met and exceeded production goals for 4 consecutive years by creating and maintaining a consistent pipeline.

AGS FLEXITALLIC INC. (Edmonton AB) 2011 – 2015

(A market leader in the manufacture and supply of static sealing solutions, delivering high-quality industrial gaskets on a global scale. With annual revenues of $85 million, AGS augments process sealants with ancillary lines of process plant products)

Director, Employee and Organisational Development

Recruited to lead the development and implementation of human resources and health and safety programs to support operations. Provided executive-level leadership with full accountability of corporate social responsibility, business ethics, occupational health and safety, internal communications, administration, marketing, facilities/fleet management and quality assurance.

Key Accomplishments

Implemented strategic HR initiatives aligned with organizational objectives. Streamlined recruitment processes, established baselines, and introduced process improvements to achieve higher levels of stability in the workplace.

Spearheaded the company’s HR department, including talent acquisition, headcount analysis, provision of interview/assessment tools, inventory of negotiated vendors, employee engagement, and HR information systems.

Reduced turnover by 25% in the first year by implementing industry latest on-boarding practices, compensation structure, cost-effective benefits packages, leadership improvements and engagement processes.

Initiated change management to transition the business from private ownership to part of a global business. Facilitated the transition of manual payroll routine to an outsourced process, including an employee data program.

Implemented cascading communication regimen. Built a multi-faceted communication plan and process to mitigate staff relations issues identified through employee engagement survey process.

Designed the company’s HR and EHS document infrastructure including policies and SOPs for all areas such as disability management, recognition, vacation management, vehicle allowance, and training and development.

Created a full spectrum learning and development program for technical staff as per ISO 9000 requirements. Built and integrated employee performance development structure linked to compensation.

Created a ground-up leadership development program in partnership with a recognised post-secondary institution.

Successfully developed a company-wide travel management program to reduce overall travel costs.

Developed and defined a shared services component for the company’s five-year value creation strategic plan.

Led the planning and execution of a successful branch opening in Fort McMurray.

Developed a top-performing team to provide shared service capability in the interest of quickly evolving business needs. Implemented full-cycle performance review, talent assessment, succession and workforce planning.

Enhanced employee performance and productivity by introducing a leadership development system. Addressed the capital and operating budget requirements. Led EHS activities to support the organization’s ISO 9001 commitment.

Provided HR oversight expertise to the other global Flexitallic entities, including assessing the US HR function, which resulted in several processes, tools and programs being integrated and adopted at the global level, particularly performance management and succession planning. Introduced Business Continuity process to the business.

Applied robust facilities management skills, improving the workspace while reducing operating costs.

UFA CO-OPERATIVE LIMITED (Calgary AB) 2006 – 2011

(One of Canada’s largest and most dynamic retail co-operatives with market capitalisation of $2-4 billion)

Director, Human Resources Operations

Emerged as a top-performing Human Resources Director to manage the HR Generalist team of five professionals along with the resourcing function comprised of two specialists. Provided leadership and direction to the organization’s payroll, total rewards, health & safety, fleet management/facilities services functions comprising three leaders and fourteen employees.

Key Accomplishments

Implemented an internal customer service model and satisfaction system with CSAT score ranging from 92 to 96%.

Developed an effective recruitment and retention strategy as part of the firm’s key objectives. Expertly designed organizational resourcing strategy including implementation of an internal low cost “employee life cycle” resourcing model from talent sourcing through departure phases. Built a new marketing strategy linked to the corporate brand.

Reduced vendor list by 60% and procured and implemented a posting system to streamline supplier management.

Streamlined operations and reduced operating budget in the last 3 years by $170K, $230K and $310K respectively.

Led the HR aspects of merger and acquisition due diligence and integration.

Co-led organizational interface with Canada Revenue Agency during payroll and benefits audit. Established cadence of checks and balances and SOPs aligned to regulatory guidelines. Worked closely with internal audit group to quantify findings, creating a timeline with associated priority and resource levels. Averted $300k in penalties.

Partnered with executive team to source an operational effectiveness external consultant (Carpedia International).

Changed the company's non-compliant commercial fleet operator’s status to fully compliant. Eliminated 28% of motorised fleet, improved commercial carrier profile from crisis state to satisfactory level within one year. Outsourced portions of fleet ownership resulting in annual cost reductions of $200 to 300K.

Developed a three-year plan including policy, procedure and measures to oversee commercial fleet and facilities services functions. Established records system, diverted $1m budget for IT use and lease term strategy.

Built disaster recovery and fleet safety strategies; prepared a pandemic preparedness and response plan. Replaced non-performing Incident Reporting System and led integration between disjointed groups on fleet incidents.

Oversaw benefits and compensation including pension, recognition/service awards, apprenticeship, job evaluation, alternative work arrangements, privacy, workplace harassment, code of business ethics, and termination.

Project managed payroll conversion from internal processing to a payroll service, including HRIS requirements, leading to payroll accuracy. Adjusted the HR function to different developmental stages and needs of the company.

Directed the advancement of the organization’s HRIS system implementation/improvements, thereby increasing system efficiency, improving the accuracy of system data and maximising business value for data and reporting.

Partnered with internal learning and development function to ensure delivery of fit for purpose programs including employee leadership development, talent management and succession in support of organizational direction.

TRANSCANADA CORPORATION/NOVA CORPORATION 1994 – 2006

(A leading pipeline and power generation company with operations across North America and assets in excess of $22 billion)

Senior Human Resources Consultant

Managed all aspects of human resources management, including interpretation and application of policy, employee relations, employee and leadership development, coaching and facilitation, performance management and recognition.

Key Accomplishments

Liaised between management and business unit leadership teams to provide significant process consultation and facilitation including strategic human resource planning, problem-solving and business decision making.

Adopted the operational effectiveness tools provided by an external consultant (Ryberg-Levy Group). Partnered with the development team to apply assessment models and create profiles of talent risks for the business.

Led the HR planning and co-ordination aspects of multiple large-scale and multi-location downsizing initiatives and mergers and acquisitions. Piloted change management and process standardization to ensure highly successful execution based on metrics of error rate, leader preparation, and impacted survivor employee feedback.

Completed workforce analysis and talent management functions on behalf of the operations business unit.

Collaborated effectively with key business unit leaders to create individual career and development plans for unit employees which resulted in higher performance levels and employee engagement and retention rates.

Received high remarks from directors for technical excellence and organization of manpower and resources.

Education & Credentials

Certificate in Human Resources Management, University of Alberta

Certificate in Management Development, University of Alberta (In-progress)

Leadership Essentials, (Condensed-MBA), University of Calgary-Haskayne School of Business, Calgary, AB

Certificate in Occupational Safety, University of Alberta

Certified Human Resources Professional (CHRP) designation under application

Professional Development

General and Administration reduction project, Carpedia Consulting (2009)

Covey, Seven Habits (2008)

Four Seasons of Reconciliation, First Nations University of Canada, (2022)

Project Management Fundamentals, The Versatile Project Management Company (2007)

Human Interaction Laboratory, Transforming Interpersonal Relationships, National Training Laboratories Institute, Alexandria, VA (2005)

Operational Effectiveness and Organizational Efficiency LEAN Six Sigma project (OE2), BearingPoint Consulting (2004)

Strategic Consulting, Converge Consulting Group (2004)

Influence- Building, Using, Sustaining, The Forum Corporation (1992)

Increasing Human Effectiveness, Edge Learning Institute, (2002)

Interpersonal Skills Development, Licenced adaptation from Mauler Leadership Institute, (2003)

Consulting Skills for Professionals, Murray Hiebert Associates and Novations Inc. (1994)

Productivity, Efficiency and Measurement implementation project, Ryberg-Levy Group (1997)

Accredited Safety Auditor, International Loss Control Institute (ILCI) (1990)

Extensive in-house courses at UFA and NOVA Corporation/TransCanada ranging from leadership development to organizational development/change, process and productivity, LEAN/Six Sigma and technical courses

Professional Designations & Memberships

Conference Board of Canada Presentation- Linking the Employer and Corporate Brands, Vancouver 2008

Various team leadership positions- Andrew Minor Hockey (President)- Member Andrew Agricultural Society

Andrew School Committee – Co-chair

IT Skills

Microsoft Office Suite (MS Excel, MS PowerPoint, MS Word) SAP/HR

Stan N. Zabrick

Alberta, Canada Cell: 780-***-****

ad3b9r@r.postjobfree.com

February 3, 2024

Northern Lakes College

1201 Mains Street SE

Slave Lake, AB. T0G 2A3

Re: Manager, Employee and Labour Relations

Attention: Hiring Manager/Human Resources Department

As a seasoned Human Resources professional, I’ve had the opportunity to contribute, lead and learn from successes in the areas of organizational development, talent acquisition, team building and leadership. In consideration of the Northern Lakes College posting for the Manager, Employee and Labour Relations, I’m confident my skills and background fully align with the requirements of this role.

Enclosed is my CV outlining experience in leading Human Resources and shared services teams to deliver high-impact human capital development, strategic corporate staffing, talent recruitment initiatives and occupational safety systems aligned with organizational vision. As you will see, my credentials include progressive responsibility with documented success across large-scale companies. Having learned to operate at the point of integration between business need and financial reality, I have collaboratively implemented high-impact HR processes, operational strategies and methodologies in support of effective operations and business management.

Feedback from internal clients suggests I demonstrate the ability to think strategically with a balanced, analytical, and creative mindset. This has helped me to connect the dots between company goals, technical needs and Human Resources operations, thus eliminating chaos, bringing structure and deliberate repeatability. Throughout my career history, I have managed compensation structures, benefits administration, talent selection, process improvements, staff and management training programs, and employee relations practices to ensure productive business environments. Further, I am proud to have had success in guiding management teams by acting as a coach to senior leadership positions.

Below are some of my additional achievements, qualifications, and highlights:

Human Resources Administrator (Senior Manager) at Living Sky School Division

Defined and re-engineered the recruitment and orientation processes for efficiency and repeatability.

Positively renegotiated both the teacher LINC and support staff CUPE collective agreements.

Developed the division’s “You Belong at Living Sky” Recruitment Strategy and onboarding program.

Introduced competency based leadership as part of revamping the leadership development model.

Developed net new procedures where required and updated those in existence.

Established compliance systems for OH&S and Privacy obligations.

Director, Employee and Organizational Development at AGS Flexitallic Inc.

25% reduction in turnover by implementing industry latest recruiting practices, compensation structure, cost-effective benefits packages, leadership improvements, internal communication and engagement processes.

Introduced an annual employee engagement survey; implemented new practices and policies based on survey results, building consensus across the organization; improved employee engagement to 90%.

Developed a full spectrum learning and development program for technical staff as per ISO 9000 requirements. Built and integrated employee performance development structure linked to compensation.

Directed recruitment, appraisals, and change management to generate streamlined, efficient operations.

Managed vital policies and quality programs, Privacy obligations, Administration function, OHS compliance concerns, and standard operating procedures. Served as the chief point of contact between vendors, executive board, and outside agencies.

Spearheaded the planning, coordination, and execution of a successful branch opening in Fort McMurray.

My career history demonstrates my outstanding communication and cross-functional skills as well as my reputation for being organized and dependable. I would like to discuss, in person, how I can meet the demands of this role to advance the mission of your company. I appreciate your consideration and look forward to hearing from you soon.

Sincerely,

Stan N. Zabrick

Attachment: CV

Contact this candidate